Organization orientation: Various teams within the organization that the employee will work in (for example, project management, quality, engineering services, learning strategy, visual strategy), organizational structure, values, vision, goals, structure, market and competitors of the organization. #1 and #2 could be merged for smaller companies.

Team orientation: Reporting structure, team interaction, roles and responsibilities and expectations.

ID specific: Scripting workshop covering best practices, styleguide, classroom exercise and an intensive assignment to be completed individually (in consultation with peers, if required). The assignments are evaluated with the entire team as a group. Additionally, a workshop that covers tools and techniques to scope individual course component can also be conducted.

Values and Ethics: Acceptable behaviors, conflict management and values that define the team.

The above components can be accommodated in a timeframe of approximately two weeks (10 working days). For lesser duration, I reduce the number of components or the depth of the topics. However, in any combination, I ensure #6 is accommodated since I consider it to be the most important.

Implementation

The topics are allocated to different experts within the organization.

Dates are identified. Times for training are determined with an objective to create an interesting mix of topics. Presenter availability is factored into this mix.

Once the employees are ready to join the team, the point of contact welcomes them, provides an overview of the training plan and distributes a copy of the schedule. This point of contact is available to the employees for any questions during the training period.

The employees are made responsible for completing the entire program in the stipulated timeframe. They are required to handle minor changes to the training plan by themselves. For example, if there is a last minute unavailability of a presenter, the employees need to schedule the session with the presenter for the next available slot.

Evaluation

Collect feedback from the employee either formally using a feedback form or informally, say, over a cup of coffee.

Update the training program with the inputs received.

NOTE: This post is created on request from an anonymous reader (see comments for Seat Time for an Elearning Course). You probably know of smarter ways to train an ID, it would be great if you could share them here.